People

We acknowledge the significance of diversity, equity & inclusion (DEI) in our long-term development and success. We believe fostering a diverse, equitable, and inclusive work environment cultivates a workplace where diverse perspectives stimulate innovation among our employees, attracts and retains talent, and unbiased decision-making fuels the prolonged growth of our business.

By the end of 2024, the Group employed approximately 57,000 people, a 6% increase from 2023. 88% of our people are based in Hong Kong and the Chinese Mainland. Our Beverages and Aviation divisions are our biggest employers.

To progress our agenda, we have a strategic framework translating our DEI commitment into action. This framework includes three overarching goals, five key focus areas, and six pillars. These encompass critical aspects including promoting employee engagement, attracting and managing talent, fostering an inclusive culture, measuring our progress, and sharing our achievements externally.

The Swire Diversity and Inclusion Steering Committee (DISC), jointly chaired by the CEO of SEAHKT Operations of Swire Coca-Cola and the People Director of John Swire & Sons (H.K.) Limited, provides guidelines about diversity and inclusion to the Group and formulates policies designed to promote a diverse workforce and an inclusive working environment for all Group employees.

Our five focus areas of diversity

Fostering diverse representation across all levels of our workforce is paramount in cultivating an inclusive work environment. In line with our dedication to promoting gender equality, we had established ambitious targets of attaining a 30% representation of women in strategic leadership roles and our Board by 2024.

Swire Properties also had targets on gender diversity in strategic leadership and gender pay ratio, while Swire Coca-Cola and HAECO actively pursue equitable and inclusive workplace strategies. Further information is available in the sustainability reports of these companies.

Gender pay gap refers to the difference between the mean basic pay for men and women, expressed as a percentage of men's average earnings. It is calculated by subtracting the average female salary from the average male salary and then dividing it by the average male salary.

As of the end of 2024, the overall gender pay gap was -7%, indicating that women received, on average, 93% of the pay earned by men. Women in strategic leadership positions received 93% of the average pay earned by men in such positions. Women in operational management roles received 99% of the average pay earned by their male counterparts. The corresponding percentage for team leaders was 102%.

Although we ensure equal pay for men and women in the same roles, the existence of a gender pay gap emphasises the importance of taking further action to support and empower women in their career advancement. To address this, we place significant emphasis on fostering diversity, equity, and inclusion at every stage of the employee life cycle.

Gender

We pledge to narrow the gender gap at all levels.

Our aim is to cultivate a workplace that values and promotes gender equity, employee wellbeing and empowers women to thrive and contribute to their fullest potential. We actively demonstrate our commitment to gender equity through initiatives, internal events, and collaborations focused on promoting gender equity, and dismantling barriers and biases that have hindered women's full participation in the workforce. In 2024, our initiatives ensure that women have equal access to opportunities for career growth, skill development, and leadership positions.

This year, we celebrated International Women’s Day (IWD) across the Group with the theme "Inspire Inclusion." The Swire Women’s Network partnered with Junior Achievement Hong Kong to support their mentorship programme, providing 21 talented female students from eight tertiary institutions with mentors from across the Group. The mentees gained valuable experiences and received insightful career advice.

Swire Properties partnered with the Taikoo Women’s Inspire Network (WIN) to organise a mentorship programme supporting emerging female leaders, particularly those with management experience aspiring to leadership positions. Taikoo WIN also hosted several events including a panel discussion titled “Managing Life-Changing Experiences and the 9 to 5”, where women shared their personal stories.

Strategic initiatives with a longer-term view are being implemented to achieve equitable outcomes. In Cambodia, Swire Coca-Cola showcases the success stories of young women leaders within the company on posters and at external career talks that resulted in an increase in applications from female candidates, and a 6% rise in female hires.

HAECO's Women's Network organised various events throughout the year. It held "Talk to Female Leaders" sessions across its markets. In Chinese Mainland, “Casual Dialogues: Women in Conversation” has become a recurring event where women discuss managing careers and family commitments. The USA HAECO team participated in the “Girls in Aviation Day 2024”, hosting workshops and interactive demonstrations showcasing diverse aviation roles with the aim of encouraging future female engineers to join the aviation industry.

Most of our operating companies have Male Allies networks that promote gender balanced values and behaviours, as well as programmes to improve men’s well-being. At Swire Resources, Taikoo Motors and Taikoo Sugar, the International Men’s Day is celebrated annually to encourage dialogue and awareness around men’s mental health issues.

Age

We pledge to create an age-neutral and multi-generational workplace.

We have made significant efforts to establish an age-neutral and multi-generational workplace by implementing a diverse range of aging-friendly initiatives across the Group and enabling intergenerational connections and mutual learning.

The Generations Dialogues Programme introduced by Swire Coca-Cola in Vietnam and primarily hosted by its Gen Z associates, aims to bridge generational gaps within the Company by encouraging the exchange of knowledge, skills, and experiences across different age groups. In Cambodia, an “Employee Voice Box” facilitates feedback to management. This online feedback channel allows employees of all ages to anonymously share their ideas on improving the workplace and fostering an open culture. Since its inception in 2023, over 400 submissions have been received, with 80% of them resolved.

At HAECO, significant efforts ensure a culture welcoming to all ages. The CrossGen Network aims to make everyone feel heard, raise awareness, and promote inclusivity and employee wellbeing.

Swire Resources, one of our T&I businesses, has introduced a programme to re-engage former employees post-retirement. This initiative has the co-benefits of supporting individuals in their transition to life after work, while facilitating knowledge transfer in the business by allowing these individuals to utilise their extensive skills and experience.

Ethnicity

We pledge to build a workplace where people of all ethnic and cultural backgrounds are respected and encouraged to collaborate and contribute.

Swire Pacific and our operating companies proudly stand as a signatory to the Racial Diversity & Inclusion Charter, initiated by the Equal Opportunities Commission in Hong Kong. Through our endorsement of the Charter, we affirm our dedication to promoting equal employment opportunities for ethnic minorities and fostering a culture of racial diversity within the Group.

We actively engage in partnerships with NGOs to uplift the wellbeing of ethnic minorities, as exemplified by our provision of job and internship opportunities aimed at supporting and empowering the community. Employee networks form an important part of many of our operating companies’ DEI strategies.

In 2024, we invited The Zubin Foundation to hold a talk on ethnic minorities and the challenges they often face in Hong Kong. Ethnic minorities were also the focus for the International Women’s Day, where Swire Trust and the Group DEI team co-organised three activities that focused on inspiring inclusion.

Swire Pacific and HAECO joined the first Racial Diversity & Inclusion Recruitment Fair launched by the Equal Opportunities Commission and Federation of Hong Kong Ethnic Communities. The fair aims to change the perception about the skills that our ethnically diverse communities can provide for the local job market.

Disability

We pledge to increase the accessibility of the workplace to create a comfortable environment for everyone.

We are dedicated to creating an inclusive workplace that embraces disability inclusion, ensuring equal employment and advancement opportunities for individuals with disabilities, while actively striving to eliminate discriminatory practices. The Group, along with several of our operating companies, has been recognised as CareER Disability Inclusive Employers during the CareER_¹ Disability Inclusion Index Forum.

We place significant emphasis on empowering individuals with disabilities through inclusive recruitment practices and comprehensive job training initiatives. For International Day of Persons with Disabilities (IDPD), CareER supported us in organising two separate events. The Group and three of our operating companies actively participated in CareER's Inclusive Recruitment Fair 2024, engaging with candidates with disabilities. The event provided valuable insights into individuals’ career aspirations while exploring potential employment opportunities within the Group.

Separately, colleagues across the Group were welcomed to join a “Human Library”, where invited guest speakers shared their unique stories and experiences of living with a disability in Hong Kong. While our colleagues heard about the daily challenges and barriers faced by people living with disabilities, they also learnt about the innovativeness, determination and strength demonstrated by the guest speakers to overcome such barriers.

Some of our operating companies have introduced employee network groups that specifically focus on supporting disabilities in the workplace.

Swire Properties’ hotels continued their collaborations with NGOs to foster equal opportunities for students. The Upper House collaborates with the Hong Kong Down Syndrome Association (“HKDSA”) on its UPSTAIRS Programme, providing trainees the opportunity to receive practical training and gain hands-on experience at the hotel for one month. EAST Hong Kong collaborates with the Jockey Club Sarah Roe School (“JCSRS”) on their annual student vocational training and work experience programme. JCSRS is the only English Schools Foundation school in Hong Kong catering to students with learning disabilities.

HAECO’s Ability Allies is a network that aims to actively promote disability inclusive workplace behaviours and values through employee engagement, and to enhance the accessibility of the physical working environment for all HAECO employees.

Sexual orientation

We pledge to create an inclusive environment where individuals can bring their full selves to work without fear of discrimination or recrimination.

We focus on inclusion through various initiatives aimed at creating a safe, inclusive, and affirming workplace for all employees.

In 2024, we twice partnered with PrideLab, a Hong Kong registered NGO, to organise LGBTQ+ events. The first, “Human Library”, encouraged employees across the Group to engage with, and learn from, individuals of diverse LGBTQ+ backgrounds. The event provided insight into the many challenges faced by the LGBTQ+ community in Hong Kong and beyond. The second was a screening of the Hong Kong movie “Twilight Kiss”, followed by a Q&A session which included hearing from one of the actors.

Numerous activities were organised across the Group to visualise our allyship with the LGBTQ+ community during Pride Month. Swire Properties organised weekly events to show their support for their LGBTQ+ community and to celebrate an inclusive workplace. Altogether, more than 100 colleagues from different offices and departments took part in these activities. In Miami, Brickell City Centre proudly hosted the “Freedom to Express” programme, a month-long series of events that attracted more than 1,500 attendees

Swire Resources launched an online training video for their employees, with the aim to promote equal justice and equal opportunities for all genders.

Most of our operating companies also celebrate Pink Friday in November. This annual event gives visible support to the LGBTQ+ community and celebrates the importance of inclusive and diverse workplaces. Employees across the Group were encouraged to wear pink to raise awareness, with operating companies hosting events including yoga and mixology events at Swire Properties and Swire Coca-Cola, respectively, and a Pink Friday-inspired “pink menu” was created in collaboration with two of Swire Properties’ F&B tenants in Hong Kong.

Health and safety is a top priority for Swire as we strive towards our aspirational goal of achieving zero harm. This objective underpins our philosophy to health and safety management.

We aim to conduct our operations in a manner which safeguards the health and safety of our employees, contractors, suppliers, customers, the visitors to our business premises and the communities in which we operate. Protecting our workforce is fundamental to our businesses achieving their long-term success and sustainability.

At the Group level, our ultimate objective is to achieve zero harm. All divisions are committed to maintaining a record of zero fatalities.

We expect our contractors to observe high safety standards and centrally track contractor safety data to facilitate continual improvement. Regrettably, there was one work-related fatal accident of a contracted worker in HAECO Xiamen construction site at the new airport. Following thorough investigations HAECO Xiamen has enhanced its contractor safety management protocols.

Our Zero Harm commitment requires everyone, regardless of seniority or job responsibilities, to go beyond compliance, proactively eliminate potential hazards, and create a safe workplace. Health and safety reviews are conducted at our operating companies and results reported to the Audit Committee. Division heads have pay-linked safety performance objectives.

Swire Properties, Swire Coca-Cola, HAECO, Swire Waste Management, and Taikoo Sugar have safety management systems that are certified to the stringent ISO 45001 standard.

Swire Coca-Cola implemented a company-wide integrated digital H&S system, enabling all regions to effectively manage daily safety activities, incident reporting and enhance overall safety performance.

HAECO continued to use Behaviour-based Safety Observation (BBSO) to identify and address unsafe acts and to embed safety into day-to-day operations.

Swire Properties launched a Deep Dive Safety Inspection Programme across its operations to identify and address potentially serious hazards and to raise safety awareness. Design for Safety was also included into its Development Charter as a preventative strategy to remove hazards before they are introduced to the workplace via adoption of safe design principles. Design for Safety is a safety requirement for new projects and major alteration works.

We care about the mental and physical health and wellbeing of our people. We havev 24-hour professional personal counselling and consultation (PPCC) hotlines to help employees deal with stress, relationships, parenting, trauma or grief, and preparation for retirement. We use experienced counsellors, social workers, and clinical psychologists to provide confidential professional advice and guidance. We promote work-life balance and encourage employees to lead active lifestyles by participating in our staff association's physical wellbeing programmes and wellness events covering topics such as mental health and financial planning. Additionally, we offer wellness dollars, which provide employees with financial support to engage in wellness-related activities and resources.

Many of our businesses ran campaigns to promote employee wellbeing and to help our people feel more connected to the company and to each other.